HR Manager I

Descripción del puesto:

>
Executive Summary
The HR Manager is accountable for end-to-end HR leadership for the entire Parker Curtis employee population in EMEA. This includes Bulgaria-based mixed manufacturing and office workforce (~120 employees) as well as unionized populations in various additional Parker Curtis locations throughout EMEA. The role acts as the primary HR business partner to the Parker Curtis Operations Manager for EMEA, is the single point of contact (SPOC) for the Global ECM Leadership team based in the United States regarding European people and culture matters, and provides HR partnership and support to the Bulgaria leadership team and other Curtis leaders throughout Europe.
Role Purpose
* Deliver compliant, business-aligned HR support that enables operational performance, talent capability, and a productive employee relations climate across Bulgaria and supported EU sites.
* Ensure consistent application of Parker policies, local labor law requirements, and division/regional HR standards.
Scope
* Primary population: ~120 employees (manufacturing + office) based in Bulgaria.
* Geographic coordination: HR SPOC for Bulgaria and management teams of smaller European sites (matrix coordination).
* Functional breadth: full HR generalist/HRBP coverage including employee relations, staffing, compensation/benefits administration coordination, performance, learning, compliance, and HR operations.
Reporting & Relationships
* Direct reporting: solid-line to the to the US-based Division HR Manager.
* Functional reporting (matrix): dotted-line to the Bulgaria Site Manager and Ops Manager EMEA
* Bulgaria leadership team (Operations, Engineering, Quality, Supply Chain, Finance, EHS).
* EMEA site managers for smaller locations.
* Corporate/Regional COEs (Talent Acquisition, Total Rewards, L&D, HR Operations/HRIS).
* EHS/HSE leader(s) for coordination on people-related safety processes.
Key relationships:

Core Responsibilities
1) HR Business Partnering (HRBP)
* Translate business objectives into HR plans for Bulgaria and supported EMEA sites (workforce, skills, labor cost, engagement).
* Coach leaders on organizational effectiveness, leadership behaviors, and performance management.
* Support organizational design changes (role clarity, spans/layers, job architecture alignment).
2) Employee Relations & Investigations
* In case of Bulgaria location: Serve as primary point for employee relations matters (attendance, discipline, conduct, grievances).
* In case of Bulgaria location: Conduct or coordinate investigations with consistent documentation, confidentiality, and timely closure.
* In case of the other EMEA locations: Partner with country HR and legal on complex ER cases, terminations, and risk matters.
4) Legal, Regulatory & Policy Compliance (Bulgaria + supported EMEA locations)
* In case of Bulgaria: Ensure local labor law compliance (contracts, working time, leave, disciplinary processes, terminations).
* In case of Bulgaria: Maintain site-level HR governance: policy deployment, audit readiness, document retention, and data privacy (GDPR) practices.
* In case of the other EMEA locations: Coordinate with Country HR to align local practices with Parker standards.
5) Talent Acquisition (TA) & Onboarding (Bulgaria only)
* Own local staffing plan execution for manufacturing and office roles: requisition quality, selection process, and hiring manager enablement.
* Ensure compliant hiring documentation and onboarding completion (training, access, policy acknowledgments).
6) Compensation & Benefits (Administration + Guidance)
* Support annual compensation processes (merit, promotions, adjustments) aligned to division guidance and local constraints.
* In case of Bulgaria: Manage day-to-day benefits administration coordination and employee inquiries
7) Performance Management & Employee Development
* Drive annual and in-cycle performance processes (goal setting, quarterly reviews, year-end evaluations).
* Coach leaders on differentiation, feedback quality, and improvement plans (PIPs) when required.
* Identify development needs; support targeted actions for critical roles and succession topics.
8) Learning & Development (L&D)
* Build and execute site learning plan (compliance training, leadership, functional upskilling).
* Support early-career development initiatives (apprenticeships, internships) where used.
9) Workforce Planning & Labor Cost Management
* Lead headcount planning and forecasting for the Bulgaria site; coordinate inputs for supported EMEA sites.
* In case of Bulgaria: Monitor labor cost drivers (overtime, absenteeism trends, temporary labor usage) and support corrective plans with operations.
* In case of Bulgaria: Maintain staffing models aligned to production requirements and seasonality.
10) Health & Safety (H&S/EHS Interface) - Bulgaria only
* Partner with EHS on people-process linkages: safety training completion, incident follow-up actions with employees, return-to-work coordination.
* Support consistent application of disciplinary processes for safety violations (as applicable) aligned with local law and policy.
* Participate in site safety committees as HR representative when required.
11) HR Operations, HRIS & Data Accuracy
* Ensure employee lifecycle transactions are accurate and timely in HRIS (hire, job change, leave, termination).
* Maintain local HR files and statutory documentation; manage reporting cadence (headcount, turnover, absence, training).
* Support payroll interface by ensuring upstream data accuracy and issue resolution with payroll provider.
12) Cross-Country Coordination (EMEA Sites SPOC)
* Provide consistent HR guidance to smaller European locations' management teams, escalating to division HR as needed.
* Harmonize core processes across sites (performance cycle, policy deployment, key templates, ER approach) while respecting local requirements.
* Coordinate cross-site communications and ensure timely implementation of division HR initiatives.
DECISION RIGHTS
* Authorized to decide:
* Bulgaria: Day-to-day employee relations actions (within policy and local law), including disciplinary steps up to recommended termination (subject to approval levels).
* Bulgaria: Hiring process execution and selection recommendations; offer details within approved ranges and approval matrix.
* Bulgaria: Local training plan execution and vendor selection within budget/approval limits.
* HR process prioritization and site HR operating cadence.
* Recommend / influence (with approvals):
* Organization changes, headcount additions, pay exceptions, and labor agreements strategy.
* Settlements, high-risk ER decisions, and legal escalations (with Division HR and Legal).
KEY INTERFACES
* Internal:
* Division HR Manager (primary functional SPOC)
* Bulgaria Site Manager and leadership team
* ECM EMEA site leaders (supported locations)
* Finance (labor cost, headcount, budget), EHS, Quality, Operations, Engineering
* HR COE (TA, Total Rewards, HR Ops/HRIS, L&D)
* External:
* Unions/employee representatives/works council (as applicable)
* Labor law counsel (as needed)
* Recruiting agencies, training vendors, benefits providers
REQUIRED QUALIFICATIONS & EXPERIENCE
* Master's degree in HR, Labor Relations, Business Administration, or related field
* Demonstrated HR generalist/HRBP experience in a manufacturing environment with mixed hourly/salaried populations.
* Working knowledge of Bulgaria labor law and HR compliance requirements; ability to coordinate with other EMEA country requirements.
* Experience partnering with matrixed stakeholders (site leadership + US/division HR).
* Proficiency with HRIS and reporting; strong documentation discipline.
* Bulgarian and English fluency sufficient for professional HR communication (written and verbal).
CORE COMPETENCIES
* Business acumen: understands manufacturing drivers, labor cost levers, and operational constraints.
* Employee relations leadership: fair, consistent, evidence-based decision-making; handles sensitive issues with maturity.
* Labor/works council capability: credible, prepared, constructive engagement; strong follow-through.
* Execution discipline: prioritizes effectively; meets deadlines; maintains accurate records and audit readiness.
* Influence & coaching: develops leaders' capability through practical guidance and candid feedback.
* Analytical rigor: uses data (turnover, absence, overtime, staffing) to drive actions and measure outcomes.
* Collaboration in matrix: aligns stakeholders across countries and functions; escalates appropriately.
* Integrity & confidentiality: trusted handling of personal data and sensitive matters; GDPR-aware behavior.

Parker Hannifin is a Fortune 250 global leader in motion and control technologies. For more than a century, we've enabled engineering breakthroughs that make energy cleaner, transportation safer, medical treatments more effective, and manufacturing more efficient.
With empowered team members in more than 40 countries, Parker serves customers across aerospace & defense, energy, HVAC & refrigeration, in-plant & industrial equipment, off-highway and transportation.
Our scale is global, but our purpose is personal. We enable breakthroughs that improve lives, strengthen communities and create a brighter future.
Our Purpose - Enabling Engineering Breakthroughs that Lead to a Better Tomorrow - comes to life through our people-first culture where teamwork drives performance, inclusion fuels innovation and growth is encouraged. This environment fosters collaboration and empowers team members from engineering and manufacturing to finance, supply chain, human resources, information technology and beyond.
By combining deep expertise with an entrepreneurial spirit, we help customers succeed in markets that demand performance, reliability, and sustainability.
As we look to the future, Parker is advancing initiatives in energy efficiency and sustainability while developing the next generation of talent and leaders to engineer a better tomorrow.

Parker is an equal opportunity employer and does not discriminate on grounds of age, race, religion, ethnic origin, sex, sexual orientation or disability in relation to recruitment and employment